For organisations · succession & internal mobility
Who can take overthis role later?
Succession is often arranged based on who’s doing well right now. But performing well in the current role doesn’t predict whether someone fits the next one.
Sound familiar?
Where it usually gets stuck
Promoting people out of their strength
The best specialist becomes a manager, and loses exactly what made them good.
Succession by gut feeling
“She’s ready for it” – based on impression, not on insight.
Talent you don’t see
The people who don’t put themselves forward stay out of the picture when opportunities come up.
What it delivers
What the me.scan adds here
- Talent that is stable
The imagery layer doesn’t shift with a change of role. What you measure today still holds in three years.
- Role next to profile
The talentmatch shows whether what’s required matches what someone naturally brings.
- Finding natural potential
Natural potential points to talent that is there but not yet being used.
From the report · Fit with the role
What the role asks, alongside what someone naturally brings: build on, develop, watch and the blind spot.
In short
What this means in practice
One measurement, usable for years
Talent doesn’t shift with a different role or manager.
Role next to profile
See where it clicks and where friction will build structurally.
Including those who don’t put themselves forward
Talent becomes visible, including in people who don’t place themselves in the foreground.
Next step
See what this means for your organisation
In an introduction we show you how this works with the profiles of your own people – aggregated, never traceable to individuals.
